{"id":6843,"date":"2020-11-24T18:12:03","date_gmt":"2020-11-24T17:12:03","guid":{"rendered":"https:\/\/inkovema.de\/?p=6843"},"modified":"2025-08-04T13:24:19","modified_gmt":"2025-08-04T11:24:19","slug":"transition-coaching-in-conversation-with-ruediger-schulz-inkovema-podcast-17","status":"publish","type":"post","link":"https:\/\/inkovema.de\/en\/blog\/transition-coaching-in-conversation-with-ruediger-schulz-inkovema-podcast-17\/","title":{"rendered":"Transition Coaching. In conversation with R\u00fcdiger Schulz (INKOVEMA podcast #17)"},"content":{"rendered":"<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container gradient-container-1 nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1144px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:0px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-title title fusion-title-1 sep-underline sep-solid fusion-title-text fusion-title-size-four\"><h4 class=\"fusion-title-heading title-heading-left fusion-responsive-typography-calculated\" style=\"margin:0;--fontSize:16;--minFontSize:16;line-height:1.5;\"><h4>INKOVEMA Podcast &#8222;Well through time&#8220;<\/h4><\/h4><\/div><div class=\"fusion-title title fusion-title-2 sep-underline sep-solid fusion-title-text fusion-title-size-one\"><h1 class=\"fusion-title-heading title-heading-left fusion-responsive-typography-calculated\" style=\"margin:0;--fontSize:34;line-height:1.4;\"><h1>#17 &#8211; Transition Coaching.<\/h1><\/h1><\/div><div class=\"fusion-title title fusion-title-3 sep-underline sep-solid fusion-title-text fusion-title-size-three\"><h3 class=\"fusion-title-heading title-heading-left fusion-responsive-typography-calculated\" style=\"margin:0;--fontSize:20;line-height:1.5;\"><h1>In conversation with R\u00fcdiger Schulz<\/h1><\/h3><\/div><div class=\"fusion-text fusion-text-1\"><p>Well through time. The podcast about mediation, conflict coaching and organisational consulting.<\/p>\n<\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:20px;margin-bottom:20px;width:100%;\"><div class=\"fusion-separator-border sep-single\" style=\"--awb-height:20px;--awb-amount:20px;--awb-sep-color:#ffffff;border-color:#ffffff;border-top-width:1px;\"><\/div><\/div><script class=\"podigee-podcast-player\" src=\"https:\/\/cdn.podigee.com\/podcast-player\/javascripts\/podigee-podcast-player.js\" data-configuration=\"https:\/\/inkovema.podigee.io\/17-neue-episode\/embed?context=external\"><\/script><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:20px;margin-bottom:20px;width:100%;\"><div class=\"fusion-separator-border sep-single\" style=\"--awb-height:20px;--awb-amount:20px;--awb-sep-color:#ffffff;border-color:#ffffff;border-top-width:1px;\"><\/div><\/div><div class=\"fusion-text fusion-text-2\"><p><strong>R\u00fcdiger<\/strong> <strong>Schulz <\/strong>from fgi Hamburg, talks about the developments of the special <strong>Transition Coaching<\/strong> during management changes. As a long-standing expert at Hamburger Fischer Group International, which introduced and established this coaching in Germany, he knows about the opportunities and risks of this crucial change situation in organisations &#8211; and the potential for conflict associated with it.<\/p>\n<\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:20px;margin-bottom:20px;width:100%;\"><div class=\"fusion-separator-border sep-single\" style=\"--awb-height:20px;--awb-amount:20px;--awb-sep-color:#ffffff;border-color:#ffffff;border-top-width:1px;\"><\/div><\/div><div class=\"fusion-text fusion-text-3\"><h2>Contents:<\/h2>\n<ul>\n<li><strong>Transitions in politics and business.\u00a0<\/strong>\n<ul>\n<li>Just today, on 24 November 2020, the outgoing US President cleared the way for the official transition.<\/li>\n<li>In addition, a change of management is currently taking place at the top of Continental AG.<\/li>\n<li><strong>Typical dynamics and patterns in management changes<\/strong><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<blockquote>\n<p style=\"text-align: center;\"><strong>Today, changes in leadership are accompanied by a more deliberate change of direction than in the past.<\/strong><\/p>\n<\/blockquote>\n<ul>\n<li>Success factors for successful leadership transitions in business\n<ul>\n<li>Support in the (new) organisation<\/li>\n<li>Good relationship building at the beginning (trust, confidence, credibility)<\/li>\n<li>Clear behaviour and action in all directions<\/li>\n<li>Good integration of new ideas into the existing culture<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Management changes are a challenge for everyone\n<ul>\n<li>Opportunities and risks for the new interaction<\/li>\n<li>An imposition at first, even for those indirectly involved, because new things have to be learnt.<\/li>\n<li>Which (also unconscious) strategies affect the person changing?<\/li>\n<li>What personal ideas and obstructive ideas does the person changing bring with them?<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>Typical potential for conflict during management changes<\/strong>\n<ul>\n<li>Changes in organisations are annoying, sometimes offending, an imposition for many people<\/li>\n<li>Potential competitors (are in the team)<\/li>\n<li>New management styles, new ways and expectations of working together<\/li>\n<li>Conflicting expectations of stakeholders<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li><strong>Corona-related changes and learning fields at fhi Hamburg<\/strong>\n<ul>\n<li>Store offline routines, increased video chatting.<\/li>\n<li>Radical acceleration of the digital solutions that have been underway since 2017.<\/li>\n<li>Digital self-coaching tool (see links)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"lazyload size-fusion-600 wp-image-6845 aligncenter\" src=\"https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-600x361.jpg\" data-orig-src=\"https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-600x361.jpg\" alt=\"\" width=\"600\" height=\"361\" srcset=\"data:image\/svg+xml,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27361%27%20viewBox%3D%270%200%20600%20361%27%3E%3Crect%20width%3D%27600%27%20height%3D%27361%27%20fill-opacity%3D%220%22%2F%3E%3C%2Fsvg%3E\" data-srcset=\"https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-200x120.jpg 200w, https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-300x181.jpg 300w, https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-400x241.jpg 400w, https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-600x361.jpg 600w, https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-768x463.jpg 768w, https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-800x482.jpg 800w, https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc-1024x617.jpg 1024w, https:\/\/inkovema.de\/wp-content\/uploads\/2020\/11\/transition_coaching_de_pc.jpg 1197w\" data-sizes=\"auto\" data-orig-sizes=\"(max-width: 600px) 100vw, 600px\" \/><\/p>\n<h2>literature discussed:<\/h2>\n<ul>\n<li>Simon, F.B.: <strong>The art of not learning &#8211; and other paradoxes&#8230;<\/strong>, Essay: Why it is an art not to learn, 1997, p. 145 ff.<\/li>\n<\/ul>\n<h2>Left:<\/h2>\n<ul>\n<li>R\u00fcdiger Schulz: <a href=\"https:\/\/www.fischergroupinternational.com\/team\/consultants\/ruediger-schulz.html\" target=\"_blank\" rel=\"noopener noreferrer\">Consultant appearance at fgi Hamburg<\/a><\/li>\n<li>My Leadership World &#8211; Leadership Expertise for your Needs: <a href=\"https:\/\/fgi-digitalsolutions.de\/\" target=\"_blank\" rel=\"noopener noreferrer\">fgi-digitalsolutions.com<\/a><\/li>\n<\/ul>\n<\/div><\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":6847,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,183,112,166,314,293,42],"tags":[436,125,437,168,303,439,434,438,435],"class_list":["post-6843","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-allgemein","category-audio","category-coaching","category-digitale-transformation","category-inkovema-podcast","category-interview","category-podcast","tag-change-management","tag-coaching","tag-continental","tag-digitale-transformation","tag-konfliktpotenziale","tag-lernen","tag-transition-coaching","tag-usa","tag-veraenderungsbereitschaft"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.2 (Yoast SEO v26.5) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Transition Coaching. 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